Posts Tagged ‘education & career’

Tel Energy

May 29th, 2016
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Wind energy is energy of the future without them no energy change in Germany. The EU and the most Europe? European Governments have realized that more wind energy independent? is on rising commodity prices and uncertain energy imports. By the year 2020, the EU wants 20 percent of beno? future with renewables, all forward with wind energy, generate energy. The wind energy industry is young, and the technology is sophisticated. A targeted training is only in the. Not for nothing, the shortage is mourned by manufacturers, project developers and users.

Start against this background the Haus der Technik is together with the Bremerhaven University of applied sciences after happened accreditation on October 25, 2013 the first in-service degree course in wind energy”. He covers with his focus on technology design operating from a wide range. It was essential that professions have arisen now for a university-based qualification is vital. With this degree, the managers of the future knowledge and skills, acquire the be required for a responsible activity in the new professional fields of the wind energy sector. The course is accordingly in addition to the technology management fields.

For the Bremerhaven University with its Institute for wind energy (fk – wind) is offshore as onshore wind energy a focus of the work. The Haus der Technik in turn has become among other things a name with sophisticated seminars about wind energy and in-service, technically-oriented courses, all of which conclude with a State College degree. Accordingly, wind energy is available at the end of the studies”a master of science of Bremerhaven University of applied sciences.

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Boomerang Hiring On The Rise

May 23rd, 2016
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The recruitment of former employees gaining importance – former networks serve the contacts Gummersbach/Dusseldorf, May 13, 2010 – former employees of a company are becoming increasingly important for the formation of the employer branding, the so-called employer brand. It has the Gummersbach Kienbaum of communications in their benchmark study internal employer branding “found. This has the company human consulted resources decision-makers from 140 companies. “Therefore wins the boomerang hiring, the renewed recruitment by former employees in the crisis in addition to meaning: the process and the communication with the departure of employees take already a high at almost two-thirds of the respondents top companies up to very high priority”, according to the study. And further: top priority therefore is almost twice as high as for the average of the employer. And that doesn’t happen without a reason.

Whether in the private or professional environment Finally, any current or former employee is consciously or unconsciously Ambassador of the employer brand.”the trend again in the boat to pick up former leaders, is visible in many sectors”, confirms Udo Nadolski, Managing Director of the specialized technical recruitment, strategic leadership and outsourcing services company Harvey Nash in Dusseldorf. Especially in the upper levels of the hierarchy, where the range of top forces will become more scarce, trying to bring back the best”, so the staff expert. But how do you keep the contact? Even when employees leave a company, they want to cancel all bridges behind him. So the current application practice study 2010 “of the Centre of human resources information system (CHRIS) of the universities of Bamberg and Frankfurt am Main and the online career portal monster that 90 percent of the job seekers surveyed by over 9,000 career interested and want to remain in contact with the former employer and its employees. Only 9.2 percent of the respondents would never communicate with the ex – employer. Also out Contact with former employees, just too service providers divorced from, can be quite reasonable business point of view. So do many companies of exit interviews with departing employees, some employers build so-called alumni networks, continue to tie former employees to the company. According to the study, more than four out of ten of the respondents job seekers and career interested would be recorded with 44 percent in such a network of former.

Overall the majority of respondents can imagine even a medium-close relationship with the former employer. The advantage for future recruitment strategies: Known and especially proven specialists or managers can be easier, a vacancy can be avoided. Decide the former to return, but found a significantly easier again in the business processes as a newcomer.

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New Ways In The Temporary Work

March 11th, 2016
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University research project opened College in Munich the newly-founded Institute for arranging temporary workers the FOM of management & information systems, mis shortly”. The research focus of mis is in the IT support staff processes E.g. through E-recruiting. The current research project eMarkt time work deals with the high time and money spent on the placement of workers in temporary work. Also HR4YOU and other practice partners are involved in the development of an IT solution. How can costs in temporary work I reduce? Much about cost, equal pay and the new industry charges is discussed in the work environment.

One of the HR4YOU customers now offers a job board for temporary work as a new model under Here temporary workers and companies can complete online employment via the service provider Advola. This approach eliminates most of the usual organisational processes. Advola can this financial advantage from a lower internal cost structure in the form of lower factors, to customers, and in the form of higher salaries on temporary workers share a classic win-win situation so. HR4YOU provides the technical implementation as a market platform the technical implementation of the project has worked out HR4YOU along with Advola. A combination originated from job board with job advertisements from companies and from a candidate portal with candidate profiles. Temporary workers have to convey are almost even in this way the possibility and to look for new jobs rather than to get a position proposed.

Customer can select suitable candidates on the basis of the existing profiles. Technical solution for automated negotiations since late 2010 from the higher education research project Advola and other partners such as HR4YOU work together with a research team of the FOM University of Munich under the direction of Prof. Dr. Ricardo Buttner market platform for the provision of temporary workers. Within the platform, it is planned to be an automatism of the negotiations between the parties on salary and Performance facilitated and minimized as the organizational effort. Goal is to optimize the placement of workers on existing sites time and financially. The project is supported by the Federal Ministry of education and research under the aspect of promotion of employment. Contact information/press contact HR4YOU Solutions GmbH & co. KG schulstrasse 1 91320 Ebermannstadt Tel: + 49 (0) 9194 72522-0 fax: + 49 (0) 9194 72522-20 contact person: Tina Kaiser company profile HR4YOU heard since the year 2000 the leading software suppliers for human systems, all processes around resources management human resources supply and demand efficiently and sustainably optimize. The product – and service portfolio covers software application for companies in the area of recruiting, personnel consultants and service providers as well as job and labour market portals. Due to many years of experience in human resources and the labour market, HR4YOU offers a symbiosis of human resources economic and labour market-relevant know-how in Connection with an excellent background of IT.

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